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DE&I - Coggle Diagram
DE&I
Creating Dynamic and Inclusive
Workplaces
Through its responsibilities in the areas of employee recruitment and development, HR promotes and monitors an organization’s diversity policies and goals to ensure that the organization is living up to its values and maximizing the quality of its workforce and the opportunities that diversity can bring.
Diversity, Equity, and Inclusion
Diversity
the similarities and differences between individuals, accounting for all aspects of one’s personality and individual identity.
LEGACY DIVERSITY.
EXPERIENTIAL DIVERSITY.
THOUGHT DIVERSITY.
Who do we bring into our organization?
Inclusion
How do we make them feel welcome and valued when they get here?
the extent to which each person in an organization feels welcomed, respected, supported, and valued
diversity is the byproduct of effective inclusion
Inclusiveness happens only when an organization has created a culture and an environment in which the talents, skills, and perspectives of everyone in the organization are recognized and appreciated
Equity
How do we ensure that everyone has the same ability to contribute to their fullest potential?
The goal of equity is to lift all employees up, to attempt to break down demographic barriers and challenges, and to empower all employees so that they can perform at their best and feel fully supported and included by their employer.
Benefits and Characteristics of DE&I
Value is leveraged only by working from a definition of diversity that enables everyone to feel that
they are included and accepted,
have a valued place in the organization, and
are equally able to contribute to the fullest extent they can.
With diversity, an organization has the foundation to develop a more cohesive, collaborative, and innovative work environment and the potential to drive continued growth. Without diversity, an organization will face a competitive disadvantage.
Characteristics of Dynamic
and Inclusive Workplaces
multigenerational, multicultural, multilingual, multitalented, and multigendered
Developing an Inclusive Workplace
A 2018 SHRM article sets out
six basic steps
:
1.Educate your leaders.
2.Form an inclusion council
3.Celebrate employee differences
4.Listen to employees.
5.Hold more-effective meetings.
6.Communicate goals and measure progress
Factors
:
Leadership buy-in.
Executive sponsorship.
Employee resource groups.
Allyship.
Unconscious bias training.
Mentorship.
Psychological safety.
Using preferred gender pronouns.
Evolution and Integration of DEI
Barriers to Success and Addressing Them
in the Workplace
those from less-privileged backgrounds felt less comfortable expressing their needs than did those who grew up in privileged households. There was also a fear that appearing demanding might harm short- and long-term professional opportunities.
Conscious and Unconscious Bias
Individuals who do not hold conscious bias or work to challenge conscious bias may not want to acknowledge that they still may be acting in a discriminatory manner, because they may believe that it implies intent, which generates defensiveness and guilt.
It is important to recognize that everyone exhibits unconscious biases and that the goal is not to punish or shame those that have benefited from it but to reduce the disparate impact of the underlying biases themselves
1
Gender-based discrimination
Gender identity bias
Sexual orientation bias
Racism (including systemic)
individual, internalized, and systemic
Stereotypes
Ageism
2
Ingroup/outgroup bias
Affinity bias
Social comparison bias
Extroversion/introversion bias
Neurodiversity bias
Microaggressions
Other DE&I Concerns
Impostor Syndrome
Covering
Cultural taxation
Workplace solutions
Techniques to measure DEI
DEI Surveys and metrics
While diversity can be more easily examined inclusion is more qualitative.
The only way you can gather data on it is to ask people if they feel included.
Surveys
Importance of metrics
Process measures
Result measures
Pay measures
Pay audits
Pay equity reports
Pay transperancy